Women in Bus and Coach’s Period Positive Workplace campaign is an important step in creating a more inclusive transport industry
A Period Positive Workplace is one where menstruation is acknowledged as a natural part of life
BY Louise Cheeseman
The transport sector has long been a male-dominated industry, and while progress has been made towards inclusivity, there remain issues that
are often overlooked. One such issue is menstrual health and how it impacts employees in the workplace. Women in Bus and Coach (WiBC) is at the forefront of addressing this challenge through its Period Positive Workplace campaign – a pioneering initiative designed to foster supportive, stigma-free working environments for those who menstruate.
This campaign is not just about accessibility to period products; it is about cultural change, ensuring that bus and coach workplaces are inclusive, empathetic, and free from unnecessary obstacles for employees. By advocating for change across the industry, WiBC is helping to modernise working conditions and push the transport sector towards greater equality.
The challenges of menstruation
For those unfamiliar with the day-to-day realities of working in the bus and coach sector, menstruation can pose significant challenges. Unlike office-based roles where restroom access is relatively straightforward, frontline transport workers – such as bus drivers, engineers, and garage staff – may find it difficult to manage their periods comfortably and discreetly.
Many bus and coach garages, particularly older ones, were designed without consideration for female staff, often resulting in inadequate or poorly maintained restroom facilities. Strict timetables and long routes further complicate the situation, as they may prevent drivers from taking timely restroom breaks, making period management difficult. Additionally, outdated workplace cultures contribute to the stigma surrounding menstruation, discouraging open discussion about necessary changes. This silence, combined with the lack of available period products at work sites, can leave employees in difficult situations if they are caught unprepared.
A key element of this initiative is providing free and accessible period products
These barriers contribute to discomfort, stress, and even absenteeism among employees who menstruate. They can also deter women from pursuing or remaining in transport roles, further exacerbating gender imbalance in the industry.
What is a Period Positive Workplace?
WiBC’s Period Positive Workplace campaign seeks to address these challenges head-on. A Period Positive Workplace is one where menstruation is acknowledged as a natural part of life, and practical measures are put in place to ensure employees feel comfortable, supported, and valued.
A key element of this initiative is providing free and accessible period products. Employers are encouraged to stock period products
in all workplace restrooms, just as they provide soap and toilet paper. The campaign also promotes sustainable options such as reusable products and biodegradable disposables to minimise environmental impact.
Ensuring adequate facilities is another crucial aspect of the campaign. Many garages and transport hubs lack well-maintained restrooms, making it difficult for employees to manage their periods hygienically. The initiative calls for improved restroom facilities, ensuring they are clean, accessible, and stocked with essential supplies. Additionally, the installation of proper disposal bins in all restrooms allows for hygienic and discreet disposal of products.
Flexibility in break policies is essential for a period-positive workplace. The campaign advocates for policies that allow employees to take necessary breaks without stigma or penalty. Scheduling flexibility should also be considered to accommodate employees managing their periods, ensuring that they can work comfortably without unnecessary stress.
Raising awareness and training staff are critical to breaking the stigma surrounding menstruation in the workplace. The campaign encourages organisations to conduct training sessions on menstrual health, helping to normalise conversations and eliminate misconceptions. Leadership teams play a vital role in setting an example by fostering open discussions and ensuring that menstrual health is recognised as a workplace issue.
Encouraging open conversations is another pillar of the campaign. Establishing clear policies and communication channels allows employees to feel comfortable discussing their menstrual health needs. Additionally, fostering understanding among all employees, including male colleagues and managers, is key to creating a supportive and inclusive work environment.
The business case
Beyond the ethical imperative, embracing a Period Positive Workplace also makes good business sense. Studies have shown that companies that support the wellbeing of their employees see increased productivity, improved retention, and enhanced recruitment efforts.
One significant benefit is a reduction in absenteeism. Employees who feel supported in managing their periods are less likely to take unplanned leave due to discomfort or anxiety. By providing the necessary resources and fostering an inclusive culture, employers can help their staff feel more at ease in the workplace, reducing lost working hours and maintaining operational efficiency.
A more inclusive environment also plays a crucial role in enhancing employee retention. When workers feel valued and supported, they are more likely to remain in their roles and progress within the organisation. This is particularly important in the transport sector, where recruitment and retention of female employees have historically been challenging. By adopting period-positive policies, companies demonstrate their commitment to workplace equality, which can encourage more women to build long-term careers in the industry.
Furthermore, businesses that prioritise diversity and inclusion benefit from an improved reputation. Organisations that champion progressive workplace policies become more attractive to potential employees, helping to address industry-wide recruitment challenges. A company that actively supports menstrual health and normalises open conversations about periods fosters a positive employer brand, which can be instrumental in attracting a diverse and talented workforce.
Steps for operators
Becoming a Period Positive Workplace is a straightforward process, and WiBC is exploring a roadmap for operators looking to make meaningful changes.
The first step is to conduct a workplace audit to assess existing restroom facilities and identify areas for improvement. Gathering anonymous employee feedback can provide valuable insights into their needs and expectations, ensuring that any changes implemented are truly beneficial.
Providing free period products is a simple yet impactful measure. Employers should set up distribution points in restrooms and staff rooms, ensuring that products are readily available when needed. Partnering with suppliers can help maintain consistent product availability and support sustainability initiatives.
Implementing supportive policies is another crucial aspect. Reviewing break policies to accommodate menstrual needs and establishing a clear process for employees to request support can significantly improve workplace comfort and inclusivity.
Organisations that champion progressive workplace policies become more attractive to potential employees
Education and training are key to breaking down stigma and fostering a culture of openness. Employers should introduce menstrual health awareness sessions and ensure that managers and supervisors understand the importance of period positivity. Training can help create an environment where employees feel comfortable discussing their needs without fear of judgment.
Finally, leading by example is essential for lasting change. Leadership teams should actively champion the campaign, celebrate milestones, and share success stories within the industry to encourage widespread adoption.
The future of period positivity
WiBC’s Period Positive Workplace campaign is an important step in creating a fairer and more inclusive transport industry. By tackling the challenges of menstrual health head-on, the campaign is not only supporting current employees but also paving the way for future generations of women and people who menstruate to enter and thrive in the sector.
Looking ahead, WiBC is committed to expanding the campaign and working with more bus and coach operators to embed period positivity into their workplace cultures. Future plans include developing an industry-wide accreditation to recognise operators who achieve period-positive status, providing a best practice toolkit with detailed resources for companies looking to implement or enhance their policies, and engaging with policymakers to ensure workplace legislation includes menstrual health considerations.
Menstrual health is a workplace issue, and the bus and coach sector is stepping up to address it. Through the Period Positive Workplace campaign, Women in Bus and Coach is leading the way in ensuring that all employees feel respected, supported, and empowered.
For operators looking to join the movement, the message is clear: small changes can make a big difference. By committing to period positivity, the industry takes another crucial step toward true inclusivity, benefiting employees and businesses alike.
ABOUT THE AUTHOR: Louise Cheeseman is the founder and Chair of the Women in Bus and Coach, and the former director of bus at Transport for London.
This story appears inside the latest issue of Passenger Transport.
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